Design the end-to-end candidate journey and communication templates: application, scheduling, prep, updates, rejection, and offer-stage messaging that protects employer brand. Use when the user asks for rejection email templates, candidate communication sequences, interview prep packs, or improving candidate experience/NPS.
npx skillsify add candidate-experience-designerGhosting is the number-one employer-brand killer, and this skill is built around that fact: every interviewed candidate gets a response, rejections go out fast once decided, and finalists get a phone call before the email. It designs the five-stage candidate journey — apply, wait, interview, decision, reject or offer — with SLAs per stage, such as a human update at least every seven days and prep packs 48 hours before interviews. It then delivers the full template pack: acknowledgments, respectful rejections, offer scripts, reneging-risk check-ins and talent-pool nurture, with candidate NPS as the measure.
---
name: candidate-experience-designer
description: "Design the end-to-end candidate journey and communication templates: application, scheduling, prep, updates, rejection, and offer-stage messaging that protects employer brand. Use when the user asks for rejection email templates, candidate communication sequences, interview prep packs, or improving candidate experience/NPS."
---
# Candidate Experience Designer
## Purpose
Every candidate — hired or rejected — is a brand ambassador or detractor. Design the journey and its messages.
## Journey map (5 stages × candidate question)
1. **Apply** — "Is this worth my time?" → application ≤15 min, no account creation, mobile-first, instant confirmation email with process + timeline.
2. **Wait** — "Did they forget me?" → SLA: human update every ≤7 days even if "no news"; auto-status page if ATS supports it.
3. **Interview** — "How do I succeed?" → prep pack 48h before: who they'll meet (names/LinkedIn), format, topics, logistics, dress code, what to prepare.
4. **Decision** — "Where do I stand?" → decision communicated within SLA (≤5 business days post-final), by phone for finalists.
5. **Reject / Offer** — see templates.
## Message templates (deliver all)
- **Application received** — warm, sets expectations (stages, timeline, contact).
- **Rejection after screen** — short, respectful, no fake praise; door left open.
- **Rejection after interview (finalist)** — personalized, 1–2 genuine strengths, one honest development area if policy allows, invite to talent pool. Phone first for finalists, then email.
- **Offer call script + offer email** — enthusiasm, key numbers summarized, deadline, next steps.
- **Reneging-risk touchpoints** — day-3 and week-2 check-ins between acceptance and start.
- **Talent-pool nurture** — quarterly value email (company news, new matching roles).
## Rules
- Every rejected candidate who interviewed gets a response. Ghosting is the #1 brand killer.
- Reject fast once decided — never hold candidates "just in case" without telling them.
- Measure: candidate NPS per stage (1-question survey post-decision), Glassdoor/Indeed review monitoring.
## Deliverables
- Journey map table
- Full template pack (8+ emails, Arabic + English versions when requested)
- SLA policy table
- Candidate NPS survey design
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0 installs · v1.0.0
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0 installs · v1.0.0
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0 installs · v1.0.0